Employment Rights Act 2025: What's Changing for Harrogate Employers from August
The Employment Rights Act 2025 continues its phased rollout this year, with a fresh set of changes landing between August and October 2026. For Harrogate businesses, this means new obligations around trade union ballots, third-party harassment, tipping policies, employment tribunal time limits and trade union rights. Here's what's changing and when, so you can start preparing now.
Employment Rights Act 2025
Earlier this year, several changes came into force under the Employment Rights Act 2025. These included changes to sick pay, family leave, whistleblowing legislation, trade union rules and the establishment of the Fair Work Agency.
According to ACAS, the following changes are due to come into effect from August onwards:
August 2026
Trade union members will be able to vote electronically or in-person in ballots, if the employer and trade union agree. This is for industrial action, union elections and other statutory ballots. After that, the government can begin removing the 50% minimum turnout rule for industrial action ballots.
October 2026
Harassment
Employers will be liable for harassment from third parties, for example customers or clients, unless they have taken all reasonable steps to prevent it happening – this will apply to all types of harassment. Employers will need to take 'all reasonable steps' to prevent sexual harassment – the current law says 'reasonable steps'. Businesses should be updating their policies, and making sure that staff and managers understand their responsibilities, including delivering training and education sessions.
Tipping
Employers will need to consult with workers or their representatives before creating a tipping policy and update their tipping policy every 3 years.
Employment tribunal time limits
Time limits for making a claim to an employment tribunal will increase to 6 months. The current time limit for most claims is 3 months. This change is likely to lead to more claims against businesses and organisations.
More changes to trade union rules
There will be
a new duty for employers to inform workers of their right to join a trade union
updated rules on a trade union's right of access to the workplace
a new right to reasonable accommodation and facilities for trade union representatives carrying out their duties
a new right to time off for union equality representatives to carry out their duties
an updated Code of Practice on trade union recognition
Increased protection against detriment for industrial action
Workers taking part in industrial action will be protected against detriment, in addition to unfair dismissal. 'Detriment' is when someone is treated less favourably by their employer.
If you would like any further information, please contact
Sarah Darbyshire FCIPD - HR Consultant and Director
HR Solutions Yorkshire Limited
Ad hoc and retained HR Advisory Services
HR/People Strategy - Business Change - Management Development - Employee Relations
T: 01937 591577
E: sarah@hrsolutionsyorkshire.co.uk
W: http://hrsolutionsyorkshire.co.uk
LinkedIn https://www.linkedin.com/in/sarahdarbyshirefcipd/
